Case Study Part 1: Indigenizing the Workplace
Thinking Indigenously (Page 67-69)
Questions
1. What are some of the federal, provincial and territorial laws/legislation that should be reviewed by HR to ensure compliance and ethics?
2. What are some HR tools for the HR department to use to ensure psychological safety?
3. If you were Grace, how would you prepare your HR department for the difficult task of Indigenizing or decolonizing the equity, fairness, safety, and health policies and understanding the UNDRIP, Calls to Action, Calls for Justice, and Principles of Change?
a. What actions would you take to start Indigenizing the company? (feel free to look and see what other companies or universities have done to Indigenize their companies)
4. Grace is considering implementing an equity workplace target for Human Initiatives, but she thinks they need to do an analysis first to identify the labour force characteristics of their company. She also wants to identify targets for their Toronto location (where Human Initiatives is headquartered) and knows they need to be based on the labour force characteristics in Ontario and Toronto. Grace asks you to source the characteristics for her and to propose how she should move forward with developing targets for each of their locations.
a. What is the Indigenous population of the Toronto area? (see link)
b. What should the Indigenous representation in the company be people-wise (they have 50 employees in the Toronto location)?
c. Does this seem like a meaningful commitment from Human Initiatives, or will they fall short in Indigenous representation in their company?
Answers are found within the chapter unless otherwise noted.